Compensation: Up to $95,000 plus bonus

The Director of Human Resources is responsible for leading all aspects of the hotel's Human Resources function while serving as a strategic business partner to the Executive Leadership Team and department leaders. This position provides leadership and direction in employee relations, talent acquisition, retention, performance management, payroll, training and development, compliance, compensation, benefits, engagement, and organizational culture.

The Director of Human Resources is a visible and approachable leader who builds strong relationships with colleagues at all levels of the organization and ensures that the employee experience reflects the high standards of the InterContinental brand.

This position works closely with hotel leadership to develop and implement people strategies that support operational excellence, financial performance, guest satisfaction, and long-term organizational success.

Essential ResponsibilitiesHuman Resources Leadership

• Lead and oversee the day-to-day Human Resources operation for the hotel.
• Serve as a trusted advisor and strategic partner to the General Manager, Executive Committee, and department leaders.
• Develop and implement HR strategies aligned with hotel and business objectives.
• Maintain a strong HR presence throughout the property and foster an open-door environment.
• Establish and maintain policies, procedures, and practices that support a positive and productive workplace.
• Ensure Human Resources initiatives support the InterContinental brand standards and hotel goals.

Employee Relations

• Provide guidance and coaching to leaders regarding employee relations, performance management, corrective action, attendance, workplace concerns, and policy interpretation.
• Work within the union CBA and advise other management on the CBA.
• Promote a culture of respect, fairness, accountability, inclusion, and open communication.
• Investigate employee concerns and complaints in a timely, thorough, and confidential manner.
• Partner with leadership to resolve workplace issues while minimizing risk and maintaining positive employee relationships.
• Ensure consistent application of company policies and employment practices.

Talent Acquisition & Workforce Planning

• Lead recruitment strategies for hourly, supervisory, management, and executive positions.
• Partner with department leaders to identify staffing needs and develop effective recruitment plans.
• Oversee interviewing, selection, background screening, onboarding, and new-hire processes.
• Develop strategies to attract and retain high-performing hospitality professionals.
• Build relationships with schools, hospitality programs, community organizations, and other talent pipelines.
• Monitor staffing levels, turnover, vacancies, and workforce trends.

Training & Development

• Lead the hotel's employee training and development programs.
• Oversee new-hire orientation and onboarding.
• Partner with leaders to identify training needs and develop leadership-development opportunities.
• Support succession planning and internal career growth.
• Promote IHG training resources and professional development opportunities.
• Develop initiatives that strengthen leadership capability and employee engagement.

Performance Management

• Coach managers on effective performance conversations, goal setting, documentation, and development planning.
• Promote accountability and consistent performance standards throughout the hotel.
• Assist leaders in identifying high-potential employees and creating development opportunities.

Compensation, Benefits & Compliance

• Oversee administration of employee benefits and HR programs.
• Oversee payroll to ensure accurate and timely employee compensation.
• Monitor compliance with federal, state, and local employment laws and regulations.
• Maintain accurate and confidential employee records.
• Ensure compliance with company, IHG, and hotel policies and procedures.
• Stay current on employment legislation and communicate relevant changes to hotel leadership.

Labor & Union Relations

• Maintain a productive working relationship with union representatives and employees where applicable.
• Interpret and administer the collective bargaining agreement.
• Partner with hotel leadership during contract negotiations, grievance resolution, and labor-related matters.
• Ensure consistent application of contractual requirements.
• Maintain appropriate documentation related to labor relations and employee concerns.

Employee Engagement & Culture

• Lead initiatives designed to strengthen employee engagement, recognition, retention, and workplace culture.
• Regularly communicate with employees and leadership regarding organizational priorities and employee needs.
• Develop recognition programs and employee events that reinforce the hotel's culture.
• Analyze engagement and turnover data and develop action plans to address opportunities.
• Serve as a visible champion for the employee experience.

Safety, Risk Management & Workplace Practices

• Partner with hotel leadership on workplace safety, workers' compensation, leave administration, and risk-management matters.
• Assist with workplace investigations and incident response.
• Ensure appropriate documentation and follow-up related to employee injuries, claims, and workplace concerns.
• Promote a safe, respectful, and compliant work environment.

Leadership Expectations

The Director of Human Resources is expected to:

• Lead with integrity, empathy, professionalism, and fairness.
• Maintain confidentiality and exercise sound judgment.
• Build trust with employees and leaders at every level.
• Be visible and accessible throughout the hotel.
• Hold leaders accountable while providing coaching and support.
• Balance employee advocacy with business needs.
• Make thoughtful, data-informed HR decisions.
• Develop future leaders and create opportunities for internal advancement.
• Represent the hotel professionally within the hospitality and local business community.

QualificationsRequired

• Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or a related field preferred.
• Minimum of 5 years of progressive Human Resources experience, preferably within hospitality.
• Previous Human Resources leadership experience in a full-service hotel or similarly complex organization.
• Strong knowledge of employee relations, employment practices, recruitment, performance management, and HR compliance.
• Experience coaching and developing managers and leaders.
• Strong written, verbal, interpersonal, and organizational skills.
• Ability to manage confidential and sensitive information with discretion.
• Strong problem-solving and decision-making skills.

Preferred

• Previous experience supporting a unionized workforce.
• Experience using ADP Workforce Now.
• Hotel HR leadership experience with a luxury or upscale property.
• Experience with IHG systems and HR processes.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience with HRIS, payroll, applicant tracking, and performance-management systems.

Work Environment

This is a highly visible, hands-on leadership position requiring regular interaction with employees, department leaders, guests, and hotel ownership/management representatives. The Director of Human Resources must be comfortable working in a fast-paced hospitality environment and adapting to changing operational priorities.

The position requires flexibility to work occasional evenings, weekends, holidays, and special events based on business needs.

Success in This Role

Success in this position is demonstrated through:

• Strong employee engagement and retention.
• Effective recruitment and staffing strategies.
• Consistent and timely resolution of employee relations matters.
• Strong leadership development and internal promotion.
• Compliance with employment laws, company policies, and collective bargaining requirements.
• Positive partnerships between Human Resources and hotel leadership.
• A workplace culture built on accountability, respect, inclusion, and recognition.
• HR strategies that directly support operational and business results.